What to Expect
In this conference, leading labour relations, lawyers, and human rights professionals will explore recent legal developments and emerging workplace human rights challenges in B.C. and federally.
Throughout the event, panelists from union-side, employer-side, and neutral perspectives will share their insights through moderated discussions. Participants will have the opportunity to ask questions verbally or electronically at the end of each panel.
Participants will also be provided with a comprehensive set of digital materials including textbook chapters, case summaries, and other online resources relevant to panel discussions These resources, developed through hours of research by Lancaster House program lawyers, will prove invaluable for future reference.
Attendees also have the option to attend our featured expert-led workshop offered by our Centre for Labour Relations Training & Development, taking place the day after the conference, where attendees will engage in panel hands-on scenarios tailored to address real workplace human rights challenges.
Who Should Attend?
This conference will provide invaluable learning and networking opportunities for:
This event is designed for professionals across multiple industries, including:
- Human Resources Leaders – HR managers, directors, and disability management specialists navigating accommodations and compliance.
- Employment & Labour Lawyers – Legal professionals seeking updates on human rights and workplace accommodation case law.
- Union Representatives & Labour Relations Experts – Advocates ensuring fair treatment of employees in collective bargaining.
- Corporate Executives & Compliance Officers – Business leaders responsible for implementing workplace policies aligned with human rights law.
- Government & Public Sector Professionals – HR and legal representatives working in municipal, provincial, and federal agencies.
Learning Outcomes
By attending this conference, you will:
✔ Understand the latest human rights law updates and their impact on workplace policies.
✔ Gain best practices for accommodation requests related to disability, religion, and family status.
✔ Develop strategies for fostering an inclusive workplace and preventing discrimination.
✔ Learn from top legal and HR experts through engaging panel discussions and real-world case studies.
✔ Network with industry peers and build valuable professional connections.
Wednesday, April 15, 2026
Breakfast: 8:00 – 9:00 am
Introductory Remarks: 9:00 – 9:05 am
This session provides a focused review of significant developments in British Columbia labour, employment, and human rights law. Specifically, panelists will address:
Caselaw:
- In what circumstances will ‘unconscious bias’ amount to discrimination in hiring or recruitment?
- How do recent decisions affect employers’ obligations to investigate allegations of discrimination and harassment?
- When will an employee’s controversial views, whether expressed online or in the workplace, justify discipline, discharge, or damages?
- What forms of disability accommodation do courts and tribunals expect employers to implement? When do accommodations cross the line from what is reasonable to undue hardship?
- When does interference with a family obligation constitute discrimination? How does one distinguish between family responsibilities deserving of protection and personal preferences? ?
- What limits are courts and arbitrators placing on employer surveillance and monitoring of employees?
- When does the Charter apply to decisions by employers or quasi-governmental bodies, particularly those involving vaccination policies, political expression, or collective bargaining?
- What trends are emerging in damage awards for discrimination, failure to accommodate, and reprisal?
Legislation:
This session will also cover recent and upcoming changes to BC and federal legislation, including:
- C. Employment Standards Amendment Act, Bill 11 – 2025: new rules governing sick notes;
- C. Pay Transparency Act: new pay reporting requirements; and
- C. Employment Standards Act: new leaves for serious personal illness or injury.
- Canada Labour Code amendments:
- leaves for pregnancy and bereavement;
- replacement workers during strikes and lockouts; and
- and non-compete agreements.
Final selection of topics will take place in the weeks leading up to the conference, ensuring coverage of the latest and most newsworthy developments.
Break: 10:25 – 10:45 am
In this session, panelists will examine return-to-office mandates through a human rights lens.. The panel will address questions such as:
- What features of a general return-to-office mandate will violate human rights? How will collective agreement language affect the matter?
- How do such requirements impact mental health? Does remote or hybrid work mitigate or exacerbate mental health? Inequity?
- In what circumstances have arbitrators or adjudicators found that employees must be accommodated through work-from-home arrangements for health-related reasons or to accommodate child- or elder-care responsibilities? What information can employers require to support such a request?
- When will an order that an employee return to in-person work amount to a bona fide occupational requirement? When will an employer be able to establish that it would amount to undue hardship to allow an employee to work on a remote, hybrid, or flexible basis?
- How can one distinguish personal preferences from legitimate accommodation needs? How can parties work effectively with medical and mental health professionals to identify and support accommodation needs?
- What practical considerations should be taken into account when assessing whether employees should be permitted to work from home? What flexible working options are available other than remote or hybrid work?
- What practices help reduce conflict, resentment, or disengagement when accommodations are being considered, implemented, or denied?
Networking lunch: 12:00 – 1:00 pm
Break: 1:45 – 2:05 pm
Starleigh Grass
Assistant Director
Field Services Division
British Columbia Teachers Federation (BCTF)
When human rights violations occur in the workplace, traditional labour relations tools alone – such as discipline – may fall short in addressing the needs of the complainant, repairing relationships, and preventing future harm. In this session, panelists will explore the use of restorative approaches, addressing questions such as:
- What does it mean to adopt a “restorative approach” to conflict and human rights violations? What unique benefits can such approaches provide?
- When can or should alternative dispute resolution (“ADR”) be used to address human rights transgressions at work? What ADR options exist, and what are the relevant advantages and disadvantages of each?
- What steps can parties take to address barriers to equity when implementing restorative approaches?
- What factors have arbitrators considered in recent cases in determining whether an employment relationship is salvageable following an employee’s human rights breaches? What room exists for education and reintegration rather than discipline?
- What “early warning signs” indicate that a workplace is in need of restoration? How can restorative approaches, implemented early, assist in preventing future harm?
- What steps can employers and unions take to ensure that a healthy and safe work environment is restored following a human rights violation? How can restorative approaches address systemic or collective harm?
- What changes can be made to workplace policies or collective agreements to incorporate restorative approaches? What are the respective roles of employers, unions, and employees in implementing these approaches?
Closing remarks: 3:35 – 3:45 pm
Thursday, April 16, 2026
Breakfast and registration: 8:00 – 9:00 am
Opening remarks: 9:00 – 9:05 am
Mediation is a vital tool used to successfully resolve human rights disputes in the workplace. This panel will address common challenges surrounding the mediation process and provide attendees with practical takeaways. Specifically, the panel will answer the following questions:
- What are the advantages and disadvantages of mediation in human rights disputes? When will it be beneficial to participate in mediation-adjudication or mediation-arbitration?
- How should the parties assess the merits of a case and determine if a settlement is feasible? What types of files are not appropriate for mediation?
- How can the parties efficiently prepare for mediation? What information must be gathered?
- How can the parties determine if power imbalances, accessibility barriers, or other barriers to equity will affect the mediation process? What measures can the parties implement to address these barriers?
- Is a “win-win” outcome possible in human rights disputes? What are examples of negotiation strategies and communication techniques that can lead to better outcomes during mediation?
- What information should be included in a settlement agreement?
- What factors should parties consider before suggesting or entering into a non-disclosure agreement (“NDA”) as part of a settlement? Are NDAs appropriate for human rights disputes?
Break: 10:20 – 10:40 am
Ryan Goldvine
Arbitrator and Mediator
Goldvine Dispute Resolution Services
Member
BC Human Rights Tribunal
This panel will explore how employers can identify and respond to accommodation needs in complex situations, manage attendance and performance concerns fairly and consistently, and determine the scope and limits of accommodation over time. Panelists will address key questions, including:
Neurodivergence:
- What does the term “neurodivergent” include? What are similarities and differences between learning disabilities, ADHD, and Autistic Spectrum Disorders (“ASD”)? What can be done to combat stereotypes affecting the inclusion and accommodation of neurodivergent employees and those with mental health issues in the workplace?
- What type of medical information can employers request from neurodivergent employees seeking accommodation, g. a neuropsychological or psychoeducational evaluation?
Mental Health:
- What accommodations would be most helpful for employees with the following:
- Learning disabilities
- ASD
- Mental health disorders and conditions (i.e. bipolar disorder, depression, anxiety)
- What signs may indicate that an employee has a mental health condition or other condition that requires accommodation or support? What are more acute signs of immediate distress versus more subtle signs that an employee may be struggling?
- When does the employer have a ‘duty to inquire’ whether an employee is affected by a mental health condition or disability that is causing misconduct in the workplace?
Substance Use:
- What guidance does recent case law provide on accommodating substance use disorders in the workplace?
Absenteeism:
- What are the components of an Attendance Management Program that addresses the accommodation of an employee’s disability-related absenteeism?
- Can an employee insist on remote work as a form of health-related accommodation? Does an employee’s susceptibility to contracting an illness at the workplace warrant accommodation? What is the type and scope of medical information that is required to support these requests?
- How should employers and unions address increased absenteeism due to RTO? Are there working options that help improve attendance?
- What guidance does recent case law offer on when absenteeism moves beyond reasonable accommodation and into undue hardship?
- How does the test for ‘undue hardship’ vary in different safety sensitive industries with respect to substance addiction issues or other issues that may pose safety risks in the workplace?
Networking lunch: 11:40 – 12:40 pm
Investigating allegations of human rights violations in the workplace requires a commitment to understanding best practices, including adopting a trauma-informed approach. Drawing on recent caselaw and best practices, experts will offer insights into conducting or overseeing workplace investigations in the human rights context. Panelists will address the following questions:
- What is a trauma-informed approach? What steps can investigators take to ensure workplace human rights investigations are trauma informed?
- What measures should employers and investigators implement to support the mental well-being of participants during a workplace investigation and protect them from reprisal? Does the union play a role in supporting mental well-being?
- How should employers, unions, and investigators proactively identify and remove accessibility barriers, as well as provide accommodations, during workplace investigations?
- In what circumstances is hiring an external investigator preferred over an internal investigation? How can the parties strike a balance between thoroughness and urgency during investigations?
- What information can be shared with a complainant or respondent once an investigation is complete? How can employers communicate investigation results to complainants in a way that does not harm their mental health?
- Must an employer investigate a human rights allegation even in the absence of a formal complaint? How should anonymous complaints be investigated?
- What risks arise from failing to investigate an allegation? In what situations have damages been awarded for an employer’s failure to investigate a human rights allegation?
- What obligations do investigators have to disclose their report to the parties? What entitlement do the parties have to disclosure?
- What comes next after a workplace investigation? What does an effective workplace restoration process entail?
Break: 1:55 – 2:15 pm
This session will provide employers and unions with the best available insight into AI-driven management decisions, employee surveillance, and social media. Experienced management and union counsel will join an arbitrator to discuss three hypothetical scenerios relating to AI management, social media use, and surveillance.
Specific issues to be addressed include:
- What is the current role of AI-driven tools in management decision-making, and how is that role expected to evolve in the future?
- In what circumstances can an employer dismiss an employee for inappropriate social media posts? Where is the line between free speech and offensive speech?
- How are employers and unions addressing the use of algorithmic management in collective agreements?
- Do employees have to disclose usage of AI?
- What arguments for and against the use of algorithmic management will arbitrators find most compelling?
- What arguments for and against the use of employee surveillance have arbitrators accepted or rejected?
- What legal concerns arise when an employer uses AI to assess candidates’ suitability for positions?
Closing remarks: 3:45 – 3:55 pm
Food and Beverages
Breakfast and lunch to be provided, with a variety of snacks and refreshments available during breaks. Breakfast is provided prior to the workshop and will be available starting at 8:00 am. Please share any dietary requirements at the time of registration so we can best accommodate your needs.
Pricing
Attendees can also register for a skills training workshop offered by our Centre for Labour Relations Training & Development, taking place the day after the conference. The workshop includes panel discussions and hands-on scenarios addressing real workplace human rights challenges and is designed to complement the BC Human Rights and Accommodation Conference. The conference and workshop may be attended separately or as a bundled registration:
B.C. Human Rights and Accommodation Conference & Workshop – Bundle (Conference + Workshop)
$2,690.00Add to cart
Conference Co-Chairs
Advisory Committee
Laura Track
Director of Human Rights Clinic
Director of Public Legal Education
Community Legal Assistance Society (CLAS)
CPD